The nexus among perceived organizational support, organizational justice and cynicism

Abstract

Purpose A traditional view of an ideal workplace is an organization with a justice climate and a supportive atmosphere. Over the past years, justice and support practices in the workplace have received significant scholarly, practical and even political attention. Unfortunately, theoretical underpinnings and literature associated with these themes vary across multiple disciplines, cultural and contextual settings. To fill the void from the Turkish contextual perspective, the present study aims to examine the association among perceived organizational support (POS), organizational justice and cynicism. Design/methodology/approach The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed withvariance-based structural equation modeling technique. Findings Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increases, the tendency for organizational cynicism decreases. Originality/value In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The originality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational justice and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.

Perceived Organizational Support and Workplace Incivility: The Mediating Role of Psychological Empowerment in Egyptian Organizations

“…At the same time, POS indirectly affected WI through PE (0.38×-0.24 = -0.09). Findings revealing PE has a negative on WI, and this result is compatible with prior studies that investigated POS, PE and WI (Sen et al, 2021;Potipiroon and Ford, 2019;Liu et al, 2018;Chiang and Hsieh, 2012;Naderi and Hoveida, 2013;Spreitzer,2008;Malik et al, 2013;Aksel et al, 2013;Gorji, and Ranjbar, 2013). Hence, POS decreases the level of WI in service directorates through PE.…”

“…When employees have high level of POS, they are encouraged to meet organizational desired objectives with a high motivation. In addition, employees reciprocate high level of POS by showing more commitment and changing their intention to quit (Sen et al, 2021;Sharma and Biswakarma, 2020;Islam et al, 2013).…”

Personality traits, organizational cynicism and employee performance among academic leaders

“…The factors, such as organizational justice and organizational support, harm OC. In other words, as organizational justice and organizational support increase among employees, the propensity for organizational cynicism (OC) diminishes (Sen et al, 2021). When compared to employees with lower levels of commitment, employees with higher levels of organizational commitment are less likely to have significant cynicisms about organizational transformation (subjective and objective) (Fauzan, 2020).…”

“…The factors, such as organizational justice and organizational support, harm OC. In other words, as organizational justice and organizational support increase among employees, the propensity for organizational cynicism (OC) diminishes (Sen et al. , 2021).…”

Perceived organizational support and well‐being of tour guides: The mediating effects of quality of work life

“…Previous research also acknowledges the critical role of POS in mitigating workplace-related stressors (Abubakar et al, 2021;Kang et al, 2010;Sen et al, 2021;Stamper & Johlke, 2003). Burnout is viewed as a key stressor that largely emerges when supportive resources, meant for coping with the demands of work, are absent or limited (Kurtessis et al, 2017).…”